IT精英如何選擇下一個雇主
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????去大公司。初創(chuàng)企業(yè)和小公司一向以機會多多著稱，被譽為技術(shù)人員的溫床。所以，“公司越大，IT部門越受重視，參與戰(zhàn)略制定的IT人員也就越多，似乎是一種違反直覺的觀點，”蓋茨說。但這項調(diào)查發(fā)現(xiàn)，供職于大公司（員工人數(shù)超過5,000人）的IT經(jīng)理表示，他們的角色在幾乎任何時候都“備受重視”。相比之下，在員工人數(shù)少于500人的企業(yè)，僅有23%的IT經(jīng)理作出上述表示。 ????尋找最新潮的技術(shù)。IT類求職者應該詢問一些“有助于你了解這家公司對于采納新觀念的積極或謹慎程度”的問題，蓋茨說。 ????諸如“你能給我說說貴公司最近采用的某種新理念嗎？為了采納這種理念，你需要經(jīng)歷哪些步驟？”這類問題的答案往往意味深長。她補充說，“面試官應該能夠迅速而清晰地闡述具體項目，比如把某項流程轉(zhuǎn)移至云端，或者他們?nèi)绾螒獙ψ詭гO備辦公(BYOD)潮流。支支吾吾，或者說什么‘我們目前還沒有這方面的預算，’都是確鑿無疑的危險信號。” ????詢問同行的供職時間。受訪的IT經(jīng)理強烈地感到“職業(yè)幸福感的一個重要部分是，你自己和公司文化非常匹配，”蓋茨說。有一種方法可以幫助你迅速查明你的IT同行對工作環(huán)境的看法，那就是詢問一位典型的技術(shù)人員已經(jīng)在這家公司工作了多長時間。“詢問多少人剛剛加入，多少人已經(jīng)供職多年，這樣一來，你就可以大致了解該公司的人才流失率，”她建議道。IT部門最好能夠擁有許多在該公司工作了6至10年的員工，倘如此，那就說明“人才愿意留下來，”蓋茨說。 ????這些問題聽起來蠻多的。然而，鑒于你的技能很有市場，你就沒有理由畏畏縮縮，欲言又止?！罢乙环葑钣欣谀阄磥硎聵I(yè)發(fā)展的工作，”蓋茨說?！皬氖乱环莺线m的工作對所有利益攸關(guān)方都是好事。所以，你的眼光一定要雪亮才行?！弊Ｄ愫眠\。 ????反饋：如果你是IT專業(yè)人士，你會向潛在雇主詢問什么問題？為什么要問這些問題？請留言評論。（財富中文網(wǎng)） ????譯者：葉寒 |
????Go big. Startups and small companies have cultivated a reputation for being hotbeds of opportunity for techies, so “it’s counterintuitive that the bigger a company is, the more seriously they take IT, and the more IT people take part in setting strategy,” Gates says. But the poll found that, in companies with 5,000 or more employees, IT managers said their role is taken “very seriously” virtually 100% of the time—versus just 23% of their peers in enterprises with fewer than 500 employees who said so. ????Look for up-to-the-minute technology. IT job hunters should ask questions “that help you get an understanding of how aggressive, or how cautious, the company is in adopting new ideas,” Gates says. ????The answer to a query like, “Can you tell me about something new that’s been adopted here recently, and what steps you needed to go through for that to happen?” can speak volumes, she adds: “The interviewer should be able to tell you quickly and clearly about specific projects, like moving something to the cloud or how they’ve dealt with BYOD. Hemming and hawing or ‘We just don’t have the budget right now…’ are definite red flags.” ????Ask about longevity. The IT managers in the Wisegate poll felt strongly that “a critical part of career happiness is finding a good match between yourself and the culture of the company,” Gates says. One way to quickly find out how your IT peers find the work environment is to ask how long the typical techie has worked there. “Ask how many have just joined, and how many have been there for several years, so you get a sense of whether there’s high turnover,” she advises. The ideal is an IT department where many staffers have been with the company for six to 10 years—a sign, Gates says, that “talent is willing to stick around.” ????That sounds like a lot of questions but, especially since your skills are in demand, there’s no reason to hold back. “Find a job that’s going to serve you well in the future,” says Gates. “A good fit is better for everybody, so be discerning.” Good luck. ????Talkback: If you’re in IT, what questions would you ask a prospective employer? Why? Leave a comment below. |
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